本論文旨在釐清組織功能彈性化下員工應有的概念與做法，探討員工的組織承諾、功能彈性態度、與自我調整行動之相關變項的關聯性。在研究中，研究者採取量化研究的取向，並以「心理契約理論」、「社會認知理論」、「自主學習理論」為基礎，針對石化廠商進行問卷施測。結果發現： (1) 員工的組織承諾與員工的功能彈性態度有顯著相關。 (2) 員工的功能彈性態度與員工的自我調整行動有顯著相關。 (3) 員工的組織承諾與員工的自我調整行動有顯著相關。 (4) 員工的功能彈性態度對員工的組織承諾與員工的自我調整行動具有部分中介效 果。 組織承諾在組織尋求變革的過程中，須要建立互信的基礎；不確定性，會使員工產生不安全感或是推諉責任，員工在信任的基礎下會進一步做到自主學習以強化本身的技術能力。員工自我實現需要的產生，有賴於基本需求已獲得滿足，再透過激勵措施，如工作擴大化和豐富化，工作輪調，情境學習，給員工成長、發展、晉升的機會，用這些內在因素來調動人的積極性，以起發激勵作用並維持更長的時間。企業轉型過程中，組織最具挑戰的任務就是領導員工圍繞組織的願景和價值觀共同前進，這需要領導者不斷與員工進行溝通，使員工能發揮出更大的主觀能動性，能更多地從公司角度而非個人角度來思考問題，從而形成一個很有韌性的組織，能夠接受各種危機的考驗。The purpose of this study is to clarify the employees’ thoughts and behaviors against the functional flexibility of the organization and examine the relationships between organization commitment、attitudes toward functional flexibility and employability activities. This empirical and quantitative research is based on the theories of the related literatures. Through SPSS an analysis tool to examine samples from petrochemical industry correlation and hierarchical regression prove relationships between different variables. The findings of this study are as following: 1.Employees’ organization commitment has a significant effect on employees’ attitudes toward functional flexibility . 2.Employees’ attitudes toward functional flexibility has a significant effect on employees’ employability activities. 3.Employees’ organization commitment has a significant effect on employees’ employability activities. 4.The effects of organization commitment and employees’ employability activities are partially mediated through attitudes toward functional flexibility.
